Training Process:Features and Objectives

Definition of Training

Training is a process of learning a sequence of programmed behaviour. It is the application of knowledge and gives people an awareness of rules and procedures to guide their behaviour. It helps in bringing about positive change in the knowledge, skills and attitudes of employees towards the requirements of the job and organization.

According to Dale S. Beach___” Training is the organized procedure by which people learn knowledge and skill for a definite purpose”.

According to Edwin B. Flippo___” Training is the act of increasing the knowledge and skills of an employee for doing a particular job“.

According to Cord and Efferson___”Training is the continuous,systematic development among all levels of employees of that knowledge and their skills and attitude which contribute to their welfare and that of the company.

Objectives of Training

  • Enhancing Employee Performance.
  • Updating Employee Skills.
  • Avoiding or Delaying Managerial Obsolescence.
  • Preparing for Promotion and Managerial Succession.
  • Motivating and Preventing Employee Attrition.
  • Gaining Organizational Excellence.

Training process

Training process
1. Assessment of Organizational Objectives and Strategies: The first step in the training process in an organization is the assessment of its objectives and strategies. What business are we in? At what level of quality do we wish to provide this product or service? Where do we want to be in the future? It is only after answering these and other related questions that the organization must assess the strengths and weaknesses of its human resources.

2. Assessment of Training Needs: Needs assessment diagnoses present problem and future challenges to be met through training and development. Organisations spend vast sums of money on training and development. Before committing such huge resources, organizations should assess the training of their employees.

3. Establishment of Training Goals: Once training needs are assessed,training and development goals must be established. Without clearly-set goals, it is not possible to design a training and development programme and, after it has been implemented, there will be no way of measuring its effectiveness. Goals must be tangible, verifible, and measurable. This is easy where skills’ training is involved.

4. Designing Training and Development Programme: The actual design of programmes is the foundation to effective training and development. Without solid and relevant content, training and development efforts are pointless. The usual approach to content development starts with outlining programme content, then expanding that outline into fully formed programmes. Selecting the most appropriate instructions completes the process. thus, several issues are involved designing training programmes.

5. Implementation of Training Programme: Training programme involves action on the following lines:

  1. Deciding the location and organizing training and other facilities.
  2. Scheduling the training programme.
  3. Conducting the programme.
  4. Monitoring the progress of trainees.

6. Evaluation of Results: The last stage in the training and development process is the evaluation of results. since huge sums of money are spent on training and development, how far the programme has been useful must be judged/determined. Evaluation helps to determine the results of the training and development programme. In practice, however, organizations either overlook or lack facilities for evaluation.

Importance of Training

  • Reduction in cost of production
  • Minimum possibility of accident
  • Stability in oragnization
  • High morale
  • Helpful to managers
  • Improves understanding power
  • Improvement in the quality and quantity of production